AMU Members, The following is an update from today's negotiations session. Evaluations AMU reiterated that the current evaluation system is out of compliance and must be resolved. We proposed the following: Fully honor the Coaching Evaluation Side Letter to continue for this school year (25-26) Protect all members through a fair and jointly agreed-upon Platform Preserve members’ rights to review, sign, and finalize evaluations The proposed evaluation pilot would apply only for the 2026–2027 school year at two schools, with a commitment to return to the table before any broader implementation. AMU emphasized that pilots are meant to test, not impose, and no permanent changes can occur without member protections and agreement. Work Year We proposed the removal of six pupil-free days, down from nine, and reaffirmed existing contract language that the org-wide calendar committee schedules these days—they do not approve additional unpaid work. While also providing the option of adding additional pupil-free days by agreement and strictly voluntary for members to attend and who would be paid at their actual salary rate. We were clear: Any future additional days must be bargained, sunshined, and agreed upon Any additional workdays must be paid at members’ actual salary rate, not discounted or unpaid Removing or rewording contract language does not change these facts, and AMU will not allow workload to quietly expand without compensation. Compensation On compensation, AMU demonstrated movement while maintaining our core demands of a competitive daily rate: Our proposal moved from 7% to 5%, narrowing the gap We are seeking a retroactive, one-time payment for the workdays that would have been removed for this school year (25-26) We insist that all worked days be paid at the full salary rate We also raised serious concerns about summer pay, where members have been underpaid due to language added through a grievance process—not formal bargaining. AMU made clear that: Language never voted on or bargained must be removed Summer work must be compensated fairly and transparently Members should not be paid at reduced or incorrect rates We requested documentation and notes to understand how management is now using this language, as members have been underpaid and language was applied in ways that were not intended by AMU's predecessor. Lastly, we re-proposed compensation for members with a Bilingual Authorization on their credential and a higher stipend for those with the authorization that also teach one or more English Language Development courses. Impasse Green Dot stated plainly that their last proposal was their “last and final offer.” They claimed the parties are still “miles apart” and rejected AMU’s interpretation of the budget—despite clear financial evidence provided from Green Dot themselves. GD stated that the gap cannot be resolved without a neutral third party and offered to file jointly for impasse again. AMU communicated that we are now open to file impasse jointly, if we can agree on the facts, so these issues can move to mediation. What This Means AMU made clear that, despite GD’s posture and their continued expansion efforts—including taking on an additional school—members will be asked to seriously consider strike readiness if this process continues to stall. While management responded by citing procedural requirements around impasse, the message is clear: escalation is being driven by their refusal to reach a fair agreement. Given the current unilateral changes to Article 21, GD has chosen to remain out of compliance with evaluations, which is also grounds for an unfair practice charge. Management stated they want a “good relationship” and less disagreement. AMU agrees—but a good relationship requires compliance with the contract, fair pay, and respect for our members’ labor. Bottom Line AMU is bargaining in good faith, but we are not backing away from protecting our members’ time, pay, and professional rights. While management claims the parties are “far apart,” the reality is that AMU has moved deliberately and responsibly—without conceding what matters most. We remain united, prepared, and focused on securing a fair agreement. As always, member engagement and solidarity strengthen our position at the table. We are also preparing more factual data to go out to our membership to clarify the false information being sent out by Cristina de Jesus. Be on the lookout for further updates and future calls to action. In solidarity, The AMU Bargaining Team